Toolbox

This was a concerns I asked in older times to a significant group of computers, and the primary overall a reaction to this inquiries was supervision.

Now I figured when I posted this question that we would listen to some things like:

Not enough changes
Too many work day
I'm the only person doing part duties
I do not make ample money
Dilemma guests
Some other staff
That's not me allowed to consume on change
I didn't win the lottery, so now I have to work this particular split-shift today
This really is quite a with regards to issue simply because management can there be to support everyone in the restaurant (nicely that's how I see it). Sure they are responsible for daily operations, scheduling, banking and a total bunch of some other administrative stuff, but I believe that the most important priority a manager must focus on would be to support the total restaurant team.

I sent a reply to all your messages that were sent to me personally and I requested if they might expand more on their difficulties with management. Not everybody got back in my experience but I got enough replies to find a number of key problems:

Uses the particular "power" to talk as a result of people
Won't support the personnel (one example would be a guest getting cut-off for being drunk and when the actual manager talked to the visitor, they gave them yet another drink and also apologized on the part of the machine)
Never all around during breakfast, lunch or dinner service
So how do you approach an issue using a manager without having things acquiring ugly?

Each situation differs from the others and should become handled in another way, I'll carry out my best to ensure you get different options to help you resolve issues with management.

It is possible to ask by sitting for a one-on-one after or before your shift to talk about an issue. Your strategy should never be aggressive or illogical. Bring up the issue, explain the reason why it is influencing you and perhaps others, and also be prepared with the plausible solution. If the supervisor has a challenge with abusing strength then this is not your best option.
If you aren't confident performing a one-on-one with a supervisor to bring upwards an issue you can always do it as a group. If there are other employees having the same problem you can get with each other and bring it up as a class. Once again you need to not be intense or irrational (especially in friends situation). There is that this strategy works better, because with multiple men and women rallying together to aid solve a difficulty, it implies that it's a reputable issue and will be taken far more seriously (not really that the one-on-one scenario isn't genuine, but with more and more people it sinks in a somewhat more).
If your issue is with a manager who is harming their power this can probably be your best option. It's as elementary as approaching yet another manager, a higher ranking manager (like a gm), or even the proprietor. You should yet again follow the same formula involving not being ambitious or not rational, explain why it's a dilemma and offer an answer. If you indicate that the issue is making the organization suffer, this is more motivation for these individuals to want to repair it quickly (particularly the owner).